Rightly said sir,
As I said earlier we practiced this policy earlier.
Anyone who intended to take a leave was to write an application which was approved 99% of the times (the 1% was only when too many people were taking holidays on same or similar period.)
We used to file those applications but honestly tracking them was difficult.
The negative side of it were as follows:
We were not able to track contingency leaves - Many people just called up or sms-ed their HOD about they not coming because of some health issues. This used to go unreported and hence it became difficult to determine actual no. of leave availed (also we don't have a punch card system, we use traditional muster attendance)
People who seldom took leaves for genuine cause were not recognized because of not being able to track things down.
Certain people were able to enjoy as far as 30-40 paid leave a year whilst there were a few who never availed one and were never appreciated for it (lack of tracking)
Company was not able to punish frequent leave takers for 2 reasons -
a) No max leaves per year was declared
b) As said before difficulty in tracking leaves.
=================================
As a result when I joined as HR here a couple of months back, I reframed and designed the leave policy to a max of X leaves p.a.
Sure people may take advantage of it, but once they know they'd be rewrded for not availing those leaves they'd think before taking leaves on casual note.
=================================
Hope it helped :)
From India, Mumbai
737As I said earlier we practiced this policy earlier.
Anyone who intended to take a leave was to write an application which was approved 99% of the times (the 1% was only when too many people were taking holidays on same or similar period.)
We used to file those applications but honestly tracking them was difficult.
The negative side of it were as follows:
We were not able to track contingency leaves - Many people just called up or sms-ed their HOD about they not coming because of some health issues. This used to go unreported and hence it became difficult to determine actual no. of leave availed (also we don't have a punch card system, we use traditional muster attendance)
People who seldom took leaves for genuine cause were not recognized because of not being able to track things down.
Certain people were able to enjoy as far as 30-40 paid leave a year whilst there were a few who never availed one and were never appreciated for it (lack of tracking)
Company was not able to punish frequent leave takers for 2 reasons -
a) No max leaves per year was declared
b) As said before difficulty in tracking leaves.
=================================
As a result when I joined as HR here a couple of months back, I reframed and designed the leave policy to a max of X leaves p.a.
Sure people may take advantage of it, but once they know they'd be rewrded for not availing those leaves they'd think before taking leaves on casual note.
=================================
Hope it helped :)
From India, Mumbai
Dear All, Open Leave is a new concept I come across. I would Like to know more about open leave concept. Kindly share valuable information in this regard.
From India, Pune
From India, Pune
Dear Mansi, if you'd read the posts, I guess the things are a little clear.
In addition you can check the foll:
A Company implementing this policy and explaining the basic of it:
<link no longer exists - removed>
And Now for Something Completely Different: TechTarget's 'Open Leave' Policy - Matt Kinsman - Blogs B2B @ FolioMag.com
Open Leave Policy the Holiday of Holidays | Groonk[dot]Net
Hope it helped :)
From India, Mumbai
In addition you can check the foll:
A Company implementing this policy and explaining the basic of it:
<link no longer exists - removed>
And Now for Something Completely Different: TechTarget's 'Open Leave' Policy - Matt Kinsman - Blogs B2B @ FolioMag.com
Open Leave Policy the Holiday of Holidays | Groonk[dot]Net
Hope it helped :)
From India, Mumbai
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